The real reasons you can’t fill jobs, and how to change them
Tuesday, September 04, 2018
I’ve been sitting back watching as leaders continue to fill up LinkedIn threads with “We’re Hiring!” posts. The same leaders do this day in and day out, which tells me this strategy isn’t working.
Would you continue to solicit for new clients and customers the same way if you discovered what you were doing was not resulting in new prospects? Of course not! Yet, here we are.
Let me share with you why you can’t fill jobs and what you can do to change this.
Warning: Don’t bother to read on if you have no intention of shifting your approach. Your time will be better spent doing the work of those who’ve just quit.
You are delegating the responsibility for hiring to someone else.
In my forthcoming book, "Evergreen Talent," I write about how leaders need to take full responsibility for hiring and developing their people. It used to be this way back in the 1950s.
However, somewhere along the line, leaders were given a pass and were able to offload this responsibility to newly created personnel departments. This approach may have worked back in the day when talent was readily available. However, this is no longer the case.
That old saying, "If you want something done right, do it yourself," holds true. Picture the following scenarios.
You get a call from Bob in HR asking you to consider a position he’s looking to staff. This is the third such call you’ve received today. You tell Bob you’re not interested and politely thank him for his time.
Now imagine this happens. The CIO of one of the fastest growing companies in your area reaches out to you to see if you might be interested in a new position he’s creating. He’s done a bit of research on your background and tells you why he thinks you’d be the perfect fit for the job. He then invites you to meet with him to explore why this would be an excellent move for you.
How would you respond to these scenarios? I know what I would do!
You don't want to spend the money.
You believe you can fill all these jobs yourself. If you could, you would have done so already. You think, "I don’t have money in my budget for a consultant, who can help me create a talent strategy."
No, of course, you don’t! Last fall, when you submitted your budget, you had no idea you’d be in this situation. But here you are.
Money is a matter of priority. If filling jobs with the right people is essential to you, you’ll reallocate your resources. If not, then you’ll continue to suffer. Just stop complaining that there are no people to be found. There are. Perhaps just not by you.
You're following the crowds.
Everyone appears to be searching for talent in all the same places. That’s the equivalent of every fisherman trawling for fish in the same geographic location. At some point, there are less fish to be had.
Throw your net where others aren’t looking. Consider hiring the underemployed or those workers who are 50, fabulous, and fit, who are being completely ignored by others.
What are you willing to do differently, to achieve better results regarding finding talent? Then, take action. You can always course correct along the way.
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